Perceived psychological contract violation (PPCV) is a construct that regards employees’ feelings of disappointment (ranging from minor frustration to betrayal) arising from their belief that their organization has broken its psychological contract of work-related promises,[1] and is generally thought to be the organization's contribution to a negative reciprocity dynamic, as employees tend to perform more poorly to pay back PPCV.
[2][3] Both PPCV and perceived organizational support (POS) are based on the norm of reciprocity.
Perceived organizational support is focused on favorable treatment and the degree to which employees engage in positive reciprocity with the organization, whereas PPCV is focused on unfavorable treatment and the degree to which employees engage in negative reciprocity with the organization.
[8] This scale has been recommended by Freese and Chalk (2008) in their critical criteria-based reviews of all the different measures of the psychological contract.
[9] Respondents are asked to indicate the extent to which they agree with the following statements on a seven-point scale.